There are several methods that might be used in needs assessment, either alone or in combination. The choice of method is contingent on factors such as whether or not a job is new, how geographically dispersed present job incumbents might be, whether skilled observers or facilitators are available, the degree of formalization of current job standards, the time available, and so forth. Methods of needs assessment include: Show
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Observing of job incumbents doing the work, and of the work setting and conditions Interviews of job incumbents, supervisors, internal and external customers, etc. Questionnaires directed to job incumbents, supervisors, customers, etc. Focus groups involving key players; Documentation, such as job descriptions, performance standards, technical manuals, and performance records Online technology The ADDIE model consists of five parts. These include: Analysis, Design, Development, Inquire, and Evaluation Level 1 Reaction. What did the participants think and feel about the training program? Typically, some type of anonymous questionnaire is used to assess reactions at the end of a program. Feedback about trainer
effectiveness, materials, course design, and so forth may be used to improve the program in subsequent offerings. Kirkpatrick's Four Levels of Criteria are, in order: Learning, Reaction, Results, and Behavior Answer: Selecting the cheapest training option During the implementation phase, the trainer will follow through on critical factors of the design/development phases, such as: Size of the group: how many handouts or computer stations are needed? What size room will allow attendees to be comfortable? How many chairs and tables are needed? Organization of seating: Is group discussion expected and important (suggesting round tables)? Do participants need to be able to see certain areas of the room? Are adequate walkways provided? Materials: What audio-visual equipment is needed? Will water or coffee be made available? What other supplies will facilitate learning: markers, crayons, stickers, pens/pencils, notepads? Accessibility of information: What languages will be primary for the attendees? Secondary? What is the minimum educational level present in the group and what presentation methods will be most effective for that group? Do any of the attendees need accommodations for a disability, suggesting materials may need to be in Braille, recorded, or available online? Lack of distractions: Has management allowed proper time for attendees to be present? Are cell phones and computers/laptops/iPads turned off? Comfort of the room: Is lighting adequate? Is the temperature reasonable? Are restroom facilities close and accessible? Awareness of time: Is there a clock in the room? Do scheduled breaks allow for restroom visits or checking for urgent messages, depending on length of training? According to the Myers-Briggs Type Inventory, individuals who are _____ tend to be serious, quiet, practical, orderly, and logical. A. B. C. D. E.
Which of the following is true of training and development quizlet?Which of the following is true of training and development? Development is critical for talent management, particularly for those with leadership potential. Training is different from development, in that: development aims to prepare employees for changes, while training prepares them for current jobs. Which of the following is a true difference between training and development?Training is the act of learning basic skills and knowledge necessary for a particular job or a group of jobs. Development, on the other hand, means growth of the individual in all respects. An organization works for the development of its executives in order to enable them to gain advanced knowledge and competence. What is a major purpose of training and development?Training and development helps companies gain and retain top talent, increase job satisfaction and morale, improve productivity and earn more profit. Additionally, businesses that have actively interested and dedicated employees see 41 percent lower absenteeism rates, and 17 percent higher productivity. What is true of job enlargement quizlet?Which of the following is true of job enlargement? It involves adding challenges or new responsibilities to employees' current jobs. In the case of succession planning, job assignments for high-potential employees are based on: the successful career paths of the managers whom these employees are preparing to replace. Which of the following is the role of a manager in an employee's career development?21) Which of the following is primarily the role of the manager in an employee's career development? Explanation: It is the role of the manager to provide timely and accurate performance feedback to subordinates.
What is the employee's role in the career development process?Employees have the responsibility to speak up to management about their ambitions and desire to progress in their career, however, and must earn the attention of management through excellent individual and team performance.
Which of the following is a specific example of a career development activity?The correct option is B) training workshop
The ultimate intention behind these activities is the company's faster growth. Training workshop is a specific example of such initiatives.
Who is primarily responsible for employees career success and why?Career development is the responsibility of both the employee and the manager: it must be a collaborative effort because it cannot be done unilaterally. The employee is responsible, ultimately, for career management and development—and reading The Start-up of You is an excellent guide.
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Which of the following is the role of a manager in an employees career development quizlet?
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